HR Management Services

MorganHR, Inc. is your full-service HR Consulting company with a wide array of services across a large variety of industries. Whether you are a 50-person technology start-up or a multi-billion dollar global pharmaceutical company, MorganHR has the skills, passion, and ingenuity to help you with a wide array of HR needs:

General Business Services Powered by the Auxin Group

 

HR Management Services

Virtual HR Services

Spending too much time handling paperwork for your employees or looking for new people? In today’s work environment, handling employment matters quickly and correctly is key to mitigating risk. We offer consultative Human Resource services through our Virtual HR support package.

 

Recruiting and Onboarding

We provide assistance in meeting your recruiting and selection demands by overseeing the activity and service levels with the professional recruiting service providers. We will facilitate the internal/external interview schedule, debrief/feedback collection, and timely reporting to meet your expectations. We work to ensure your recruiter helps you find and assess candidates for your open roles and spot trends in applicant data. We will coordinate the services required for your background interviews, exit interviews, and wage reviews to expedite the hiring process.

  • Identify and engage quality recruiting service providers
  • Interview coaching for your leaders to effectively qualify candidates
  • Facilitate process for requisite Skills Testing and Evaluation
  • Ensure Prescreening and Background Checks are completed
  • Schedule and host orientation
  • Facilitate new hire onboarding schedule including benefit enrollment
  • Facilitate immigration procedures and ensure Visa and immigration documentation requirements are satisfied

 

Compensation Consulting

We can help you stay competitive in hiring and retaining the talent you need.

Compliance

Consistent legislation updates and state-by-state differences create confusion and risk for non-compliance. States where you conduct business may require a higher minimum wage than federal law. Some municipalities have ordinances requiring employers to pay a “living wage” which is higher than both the federal and state minimum wage. While the Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees overtime if they work over 40 hours in a workweek, some states require daily overtime. Even with the government-provided tests, there is a fine line in the determination of which employees are exempt from minimum wage and overtime laws. Conducting a wage and hour audit will help your company correct any violations and ensure they do not occur in the future.

Duration: 2 – 4 Weeks

Deliverables:

  • Review the classification of current exempt employees and jobs
  • Conduct critical evaluation on employees and jobs currently classified as exempt
    • Salary Basis
    • Duties
  • Validate processes in place to support jobs and employees classified as non-exempt
    • Recordkeeping: time records, payroll records; collective bargaining agreements, contracts; training wage; posters, notices, and communication
    • Minimum Wage: state of local law; training wage requirements; deductions; reporting, call-in, on-call; training
    • Vacation, holidays, leaves, sick: Accurate descriptions; qualification/eligibility; accumulation/vesting; scheduling/work on holiday; conditions; forfeiture of pay; carry over; mandated leave; level of pay
    • Overtime: record of hours worked; state or local law; time not worked; scheduling, notice; required overtime; incentive pay; compensatory time off
    • Leased temporary employees and Independent contractors – overtime; withholding requirements
  • Conduct analysis on other company practices that may impact employee classification
    • Benefits and Accruals
    • Payroll processing
    • Complaint and violation reporting process
    • Handbook and policies
    • Training
    • Final report on status, remedies taken/needed, and other next steps
Is your company experiencing a number of organizational changes? Has the growth and expansion of your company ignited a good number of employee promotions? You may have reasons to conduct a job audit. An audit essentially reassesses job duties, qualifications, and may trigger needs to further evaluate compensation levels. Periodic job audits are recommended for companies that are experiencing rapid growth and expansion. Conducting regular job audits ensures that your employees are suitably matched to jobs that best utilize their capabilities, strengths, and interests. Job audits also ensure compliance with federal and state laws pertaining to employee and job classifications.

Duration: 2 – 4 Weeks

Deliverables:

  • Review current job description template for completeness in terms of position title, function/department, essential job responsibilities and minimum qualifications
  • Gather and organize current job descriptions
  • Update job descriptions with prioritized current essential and marginal job responsibilities
    • Complete interviews with functional/department managers
    • In some cases, employee observation, surveys, and/or interviews may be necessary to obtain more accurate information about the duties the employee performs
  • Coordinate manager recommendations and final approval of appropriate minimum qualifications for any updated job responsibilities
  • Conduct impact analysis of current employee qualifications meet the new minimum education or credential requirements
  • Conduct an evaluation of new job responsibilities and commensurate salary range to respective federal regulations for exempt classification (Fair Labor Standards Act)
  • Facilitate manager authorization and incumbent review of the amended job duties and updated job descriptions
  • Deliver file of job-related changes for HR records, employee census data, organizational charts, and other employment information impacted by job description updates
  • Final report on status, remedies taken/needed, and other next steps

 

Best Practices

When was the last time that your organization aligned its job structures and job titles? MorganHR facilitates the entire process beginning with job analysis via data collection, questionnaires, and/or interviews. MorganHR develops and facilitates the approval of a core title strategy and hierarchical minimum requirements with HR and key stakeholders. MorganHR continues with the third phase of documenting all job content with the new core and/or business-facing titles (as appropriate) on the approved job description template. MorganHR facilitates the final phase of manager review and approval of the job description and ultimate electronic storage for ease of future reference.

Duration: 6 – 8 Weeks

Together, we will determine the best timing and identify the appropriate and right-sized internal and external resources necessary to conduct the audit.

Deliverables:

  • Current and Desired State Interviews with Key Stakeholders
  • Documented Current State Evaluation
  • Documented Title Guideline
  • Minimum Requirements Guideline
  • Impact Analysis
  • Documented Change Management Plan
  • Deployment Communications & HR Training
  • Documented, Approved, and Internally-Filed Job Descriptions
Salary compression can be a serious problem that eventually causes an organization to lose some of its most talented employees. When salary compression and the policies that enable it are sustained over several years, it can be demoralizing and lead to widespread dissatisfaction. In situations where salary compression causes salary inversion—where newer staff make more than experienced staff—it could create a pay equity problem if the experienced staff are a protected class.

MorganHR works with companies to analyze the current pay practices and policies, to identify the issue areas, and to implement the actions necessary to fix the issues now and to prevent them from recurring. Implementing and maintaining a structure that is transparent, aligned, and market-based is a great first start!

Duration: 6 – 8 Weeks

Deliverables:

  • Current and Desired State Interviews with Key Stakeholders
  • Documented Current State Evaluation
  • Company-sized job evaluation tool
  • Company-sized grade or pay level structure
  • Determination of Company’s Benchmark Jobs
  • Job-to-Market Base Pay Evaluation*
  • Grade or Pay Level Assignments for Company’s Benchmark Jobs
  • Supervisor-to-Direct Report Salary Analysis
  • Impact Analysis for stakeholders
    • At-risk employees
    • Pay Equity and Tendency Risk
  • Import File for HRIS Data Storage
  • Deployment Communications & HR Training

*Survey data purchase may be additional and required

Is it time for you to set up a standard base pay program that offers set salary ranges for each position type for employees performing the standard duties of their jobs? We help you to set up minimum and maximum levels within those pay ranges to account for variations in experience and skill levels. We will work with you to determine where your company falls within your own industry as well as competing industries that may also offer job opportunities for your employees. MorganHR helps you set up your pay levels to be competitive to foster employee engagement. Do you have employees across the country or in other countries? We also help you set up these structures in any geographical area.

Duration: 6 – 8 Weeks

Deliverables:

  • Analyze business needs, culture, KPI’s, external factors, and, if established, compensation philosophy
  • Create Job Structure(s)
    • Spread and Progression
  • Evaluate Jobs and set Salary Ranges (Market Pricing)
  • Create Salary Grades or Pay Levels
    • Regression
    • Lead, Match, Lag
  • Deliver guidelines on how to administer, evaluate, and keep aligned
Markets change therefore it is important to perform routine salary audits to ensure salary ranges reflect current compensation trends in a particular industry. Our goal is to determine how competitive are those particular jobs and what is the external market demanding. We work with you to confirm if a job is a growing or dying profession. We review if your talent acquisition practices are signaling a need to address your overarching compensation offering. We feel it is important to pay attention to market changes and to stay current because keeping up with the competition can help with employee engagement.

Duration: Varies
Together, we will determine the best timing and identify the appropriate and right-sized internal and external resources necessary to conduct the audit.

Deliverables:

  • Collect job descriptions and pay data for identified at-risk jobs
  • Identify market and obtain competitive data
  • Deliver executive report of findings and recommendations
Almost all companies, regardless of size, use as much market data as possible to inform all areas of operations. They do not depend upon hearsay, Internet postings, or anecdotal information to manage their businesses. Competitive industry-specific compensation data is also a key element in your company’s human resources decisions such as for hiring, for promotions, and for salary adjustments.

The survey submissions typically start in Winter/Spring and can have specific, aggressive deadlines to meet. If managing the submissions for your compensation surveys is becoming a resource drain, MorganHR can help you.

Duration: 2 – 3 Weeks

Deliverables:

  • Manage the internal data gathering to complete Domestic Industry Survey-Specific questionnaire
  • Manage the internal data gathering for detailed, global compensation surveys including employee-based data in specific jobs and for the requisite unique and/or specific reasons
  • Completed survey-specific submission template
  • Facilitate questions and issue response on behalf of client with survey vendor
  • Deliver Import File for internal HRIS Data Storage
  • Additional Option: Research and recommendation for purchase of market data
    • Peer group participation assessment
    • Scorecard of best-aligned market data to Company philosophy
    • Inclusivity of needed key job information and scope differentiation
  • Additional Option: Validate relevancy of data returned by submitted job for client use and create market impact/observation summary
    • Impact analysis of job data submitted versus previous year’s data
    • Significant impact evaluation of returned data points versus current data
    • Summary of market impact/observations by job family for stakeholder presentation
Advisor independence rules and requirements are satisfied with MorganHR Inc.’s help to gather, evaluate, and report on our market-based findings for CEO and other key executive pay levels. We either directly provide these evaluations for your Compensation Committee*, or we can assist management with this information in review and formulation of compensation proposals for recommendation to the Committee.

Duration: 2 – 4 Weeks

Deliverables:

  • Committee/Executive Interviews and/or Meeting Attendance
  • Proxy research and market data gathering
  • Total Cash regression
  • Final Executive Report and Presentation of findings
    • Collection, organization and robust analysis of compensation data tailored to provide useful comparisons to the Company’s actual executive officers’ positions and roles
    • Documented view on the appropriate compensation for executive officers
    • Documented observations/view of how the Company’s programs compare to those at other peer companies
    • Documented statement of overall trends in public company executive compensation
    • Statement of changes within the Company’s peer group in terms of design of compensation arrangements, forms of compensation awards and allocations of overall compensation into different types of compensation awards (e.g., the allocation of performance-based compensation vs. compensation that is not at risk).

*Disclosure obligations under Item 407(e)(3)(iii) of Regulation S-K supplied, as necessary

 

Strategic

A comprehensive compensation strategy can be the foundation for creating an environment that recognizes and rewards employee performance and helps to establish a strong culture of employee engagement. Compensation priorities need to be set in light of executive governance and managerial influence, organizational culture, company KPI’s, functional KPI’s, fiscal forecasts, and current budgets. Your written and/or inherent philosophy is important to employee engagement. Do you want to pay at the top of your market or somewhere in the middle? Are you okay being considered one of the lowest-paying organizations? We help organizations take a practical yet comprehensive review of their compensation program to establish short, mid, and long term goals.

Duration: 1 – 3 Weeks

Deliverables:

  • Interviews with key stakeholders and executive leadership
  • A summary of stakeholder Interviews of their top compensation issues
  • Statement of current industry-specific and competitive trends and pay practices
  • A preliminary audit of the following:
    • Compliance with all federal and state laws
    • Performance management system
    • Salary Structure and Range Placement
    • Exempt/non-exempt evaluation
    • New positions
    • Adherence to Base, Incentive, and Wealth creation goals
    • Pay Equity
  • Recommendation for HR resources and budget
MorganHR evaluates the real and perceived effectiveness of your current bonus and/or commission plan structures. The process includes 1:1 interviews with key stakeholders and HR leaders, detailed plan design assessment, internal participation and eligibility review, and a market-based comparison. Through a collaborative process, MorganHR guides the process of assessing the current state; identifying, documenting, and obtaining agreement on the desired future state; and facilitating the implementation and communication of the new incentive plans.

Duration: 2 – 4 Weeks

Deliverables:

  • Up to 10 Interviews with Key Stakeholders
  • Documented Current State Evaluation
  • (Re)Design Template of Your New Incentive Plan
  • Documented Communication Strategy and Implementation Plan
  • Deployment Communications for New Incentive Plan
Regardless of whether the target company will be an autonomous operation or fully integrated into the parent company, the acquiring company has compensation-related work to do.  Compensation issues and the ability to retain employees are vitally important—and become a significant consideration in the language of the deal itself and in the ultimate success of the transaction.  Harmonizing the pay systems of merging companies is a complex and difficult process.  MorganHR, Inc. navigates the web of strategic technical issues quickly and provides compensation advice tailored to each specific transaction.

Duration: 6 – 8 Weeks

Deliverables:

  • Documented complete inventory of the two companies’ compensation policies, including executive management and general salary structures, job titles, performance evaluations and incentives
  • Evaluate the competitiveness of each company’s programs
  • Review the target company’s compensation policies to compare organizational philosophy and cultural fit
  • Educate financial and operating executives about possible risks and costs
  • Map job descriptions to the target company
  • Identify and quantify deal-related executive compensation liabilities and payouts
  • Design and cost severance and retention plans
  • Develop Key Employee transaction bonus plans
When it comes to handling compensation during a merger or acquisition, there isn’t one right answer for every company. However, by being strategic with your compensation dollars and communicating well with employees, you can ensure you’re paying competitively and setting your new company up for success. After the transaction close, MorganHR, Inc. helps clients to finalize tailored, competitive compensation solutions that support the strategic vision of the deal.

Duration: 6 – 8 Weeks

Deliverables:

  • Compare target and buyer compensation philosophies
  • Assist compensation committees in developing a new compensation philosophy
  • Evaluate the competitiveness of the existing programs
  • Design new compensation structures for base salary and annual- and long-term incentives

 

General Business Services Powered by the Auxin Group

 

Project Management

Project management is how we get things done that we don’t already know how to do. With expertise across many business process domains, we assist and empower individuals and companies to complete projects on time and within budget. We provide the tools and techniques of practical project management planning to help your project be less work, cheaper, faster, and much less risky. Our aim is to help you realize that when project management is done right, it is fun!

Duration:
Varies by project

Deliverables:

  • Efficiently planned and scaled project scope, schedule, budget, and risks before you start
  • Managed stakeholder buy-in and senior management support at the beginning of the project and maintain it throughout
  • Documented work breakdown structure (WBS), and guidance as to when to break it down further
  • Maximized scope, schedule, cost, and risk performance
  • Management of the scheduled critical path to focus on most important items without getting bogged down in the weeds
  • Controlled budget and its most important drivers to obtain the best cost performance possible
  • Constructive communications with sponsor and stakeholders about project progress, and obtain their assistance when needed
  • Clear accountability tracking with the use of our software tool, Wrike, to support the project management life-cycle

 

Request for Information / Proposal Management Service

We manage the development and management of your RFI and RFP processes to ensure a standardized, complete, and cost-effective sourcing of technology and services. Our packaged Electronic Discovery (ED) RFI/P Management Service can be designed as a one-time project or as a retained service.

Duration:
Varies

Deliverables:

  • Project Plan
    • Interview Stakeholders
    • Create Statement of Objectives
    • RFI/P Development (Document)
    • Create Short List of Good Options
    • Vendor Invitation Recommendations
  • Manage RFI/P Distribution
    • Non-Disclosure Agreements
    • Questions, Considerations, and Answers
    • Response Deadlines
  • Evaluate and Assess Options
    • Check References / Key Information Validation / Conflict Checks
    • Vendor Presentations (Content/Scheduling)
    • Vendor Testing (Scheduling/Scoping)
    • Detailed Evaluation
  • Vendor Selection
    • Decision-making score and rating matrix
    • Communications (Selectee and Non-Selectees)
    • Development/Support of Vendor Selectee Initial Statement of Work
  • Stakeholder Presentation: Analysis of RFI/P Process and Results

OPTIONAL:

  • Develop RFI/P Process Guide and FAQ
  • Monitor Selected Vendor Compliance with RFI/P Process
    • Initial Kickoff Meeting
    • Initial Project Meetings (90 Days)
  • Internal Requirements, Industry Developments, and Best Practices Update
  • Rapid Response Updates (On Call Discussions)

 

Virtual and Onsite Meeting Facilitation

Design and run virtual and onsite meetings that keep people engaged and achieve results. We help you properly prepare for a successful session and avoid common pitfalls to group dysfunction. With our facilitators, we help pull out ideas from multiple perspectives and maintain energy and focus within the group. Your time – and your participants’ time – is too important to waste on meetings and other group sessions that fail to meet objectives and drive intended results.

Our approach:

  • Collect topics, Collate Requisite Materials, and Create a “Realistic” agenda
  • Keep people engaged and actively participating
  • Balance participation with diplomacy
  • Stay focused and on time
  • Maintain momentum and follow through
  • If needed, we provide the right technology to maximize engagement

Our New Manager Assimilation Process helps you provide direct reports with the opportunity to “get to know” their new manager in a very short period of time. Let’s help you build the basis for a longer-term working relationship between the manager and their team of direct reports. You will find that our program helps you to lay the foundation, very early on, for open communications, work planning and problem-solving between the manager and their direct reports. Appropriate timing for this is normally 1-4 weeks after the manager has joined the organization.

Our approach includes 4 segments totaling approximately 8 hours. It can be conducted all in one day or broken up over two days in various ways.

CORE PROGRAM OUTLINE

  • 3-hour Team Input session
    • The facilitator explains the purpose of the New Manager Assimilation process and how it works.
    • The facilitator then leads the group in developing responses to the following questions:
      • What do we already know about the new manager?
      • What don’t we know, but would like to know about our new manager?
      • What are our concerns, both group and individual, about this person becoming our new manager?
      • What do we want or need most from the new manager?
      • What would we like the new manager to know about us, either as individuals or as a group?
      • What are the major problems we think the new manager will be focusing on during the first year? (in order of importance)
      • How are we going to help our new manager be successful?
      • What suggestions do we have for overcoming the points raised above?
  • Summarized Team Responses
  • New Manager Review of Team Responses during a 2-hour meeting
  • New Manager and Team Meeting during 3-hour meeting
    • Present data and seek to clarify
    • New Manager responds and clarifies style
    • Facilitated Open, Action Planning Discussion

OPTIONAL FOLLOW UP PHASE (6 months later)

  • Facilitator meets with the new manager’s direct reports to gather feedback to identify key attributes that are working well as well as those that need to adjust and/or pivot.
  • The agenda for this meeting is usually:
    • Review discussion from original meeting and discuss what has happened since then.
    • Through group discussion, develop three lists of information about the new manager’s style of management.
      • What is the manager doing that we like and should continue or increase?
      • What is the manager doing that we dislike and would like to see discontinued or modified?
      • What is the manager not doing that we want him/her to start doing?
  • Summarized Team Responses
  • New Manager Review of Team Responses during a 2-hour meeting
  • New Manager and Team Meeting during 3-hour meeting
    • Present data and seek to clarify
    • New manager explains his/her actions to be taken as a result of the information provided.
    • New manager presents the actions needed from direct reports
      • What can they do more of, less of, or start doing to help the unit perform better.
    • Follow-up actions and dates can be agreed to, as appropriate.
Let us help you strengthen your team’s involvement with drafting key strategic goals. In our half-day program, we guide the discussion with energy to bring the team’s focus on what truly can be accomplished in the short to mid term.

 

Web Research Services

We specialize in data mining, data collection and data research for analysis from diverse industry domains including retail and ecommerce, real estate, information technology and services, management consulting, events, healthcare, manufacturing, travel and hospitality and many more. When you outsource your web extraction services for data mining, you minimize administrative and managerial costs, and bring extended hours of operation at a lower cost.

We understand that you want to be competitive and hence you will need data about industrial updates, competitors, market reports, financial / annual reports and a lot more. Our analysts will help you stay ahead with competitor analysis & benchmarking comprising of Consumer buying behavior, customer research & analysis, digital marketing laws, macro environment analysis, partner analysis, SWOT analysis etc.
Irrespective of your profession as a Doctor, Plumber, Carpenter, Painter, Legal, Academic professionals, we will research the information crucial to your profession, and in the format that you need.
We also are hands on when it comes to researching events including exhibitions, trade shows, seminars, webinars and many more.
When you want details about Statutes, Laws, Journals, Magazines, Thesis, Technical White Papers and News – we are there to assist you.
Are you looking to grow your customer base and increase your sales? We can provide you with professional profiles of your prospective customers including names, address, e-mail ids, and phone numbers.